BIG Recruitment Course: 40 Lessons, Tools & PHRi Prep [EN]

Delve into internal candidate search and employee referrals, covering internal job postings, talent pools, active and passive candidates, and a workable referral program with bonuses, nominations, and engagement.

Explore external candidate search strategies across job sites, company websites, social networks, and niche platforms. Learn to publish widely, track channels, and optimize outreach for passive and active candidates.

Discover advanced talent sourcing on LinkedIn and social networks, using groups, advanced search operators, x-ray queries, and targeted messaging across LinkedIn, Facebook, Instagram, Twitter, and more.

Discover how to search Telegram chats and channels, post vacancies, locate candidate profiles, and contact them using tools like Gstat and Tampermonkey, plus other channels such as Viber and WhatsApp.

Develop mastery of boolean and x-ray search to craft precise recruitment queries across LinkedIn, Google, and social platforms. Harness operators, quotes, and site-specific searches to locate contacts and profiles.

Explore recruitment and sourcing plugins to boost productivity, automate candidate outreach, search for candidates across social networks, and quickly access contact details.

Learn how to find candidate contacts and personalize messages using corporate emails. Use email templates and subject lines, plus tools like hunter and validators to boost response rates.

Automate sourcing workflows with candidate and contact search, outreach, enrichment, scraping, and parsing, using tools like Jobin, Velux, and People Prospector to save time and improve quality.

Explore practical candidate evaluation techniques, including hard and soft skills, cultural fit, and competency-based interviews, plus tools like test assignments and scorecards to predict job performance.

Discover how competency-based interviews improve talent assessment for recruiters by preparing thoroughly, focusing on past behavior, using structured questions, observing nonverbal cues, and documenting evaluations to select top candidates.

Learn competency-based interviews through four techniques—care, star, Lou Adler’s effectiveness approach, and pala—plus how to prepare, ask precise questions, assess behavioral indicators, and forecast future performance.

Explore how assessment centers use 360-degree evaluation, competency interviews, and tests to assess hard and soft skills for critical roles.

Learn to use a scorecard to objectively evaluate candidates, defining requirements, behavioral indicators, and stages, and to compute scores with arithmetic means to track recruitment success.

Explore best practices in recruitment marketing and employer branding to promote vacancies, optimize reach across channels, and measure metrics like reach, clicks, conversions, and hiring cost.

Boost recruitment by applying HR marketing strategies, including gamification, talent communities, and brand ambassador programs, to promote vacancies and strengthen the employer brand.

Learn to extend recruitment reach with PPC advertising across Google, Facebook, Instagram, LinkedIn, using keyword planner, budgeting, location and audience targeting, and analytics to optimize job postings and talent magnets.

Learn how to build and manage an employer brand that attracts top candidates by auditing internal practices, understanding target audiences, and aligning value propositions with their pains and desires.

Assess candidate motivation to hire the best fit for the role by mapping factors from salary and benefits to career growth, aligning needs with the value proposition, and guiding negotiations.

Master the spin technique for candidate negotiations, align needs with job offers using situation, problem, implication, need, and present FRB benefits to close top talent.

Master reference checks by verifying biographies, criminal records, and achieved results through supervisors, subordinates, colleagues, and clients, using approved questions and backdoor recommendations for reliable recruitment validation.

Learn to craft compelling job offers and expertly manage counteroffers by detailing compensation, benefits, start dates, and adaptation, while guiding candidates to decision confidence.

Learn how to prepare, integrate, and support new hires from pre-boarding to the first week, using checklists, newcomer packages, mentors, team introductions, and performance goals.

Build a strong recruiter personal brand by analyzing and shaping your online presence, expanding your network, and delivering targeted content to attract candidates across LinkedIn and other networks.

Master mass recruitment by employing broad channels, rapid screening, and efficient interviews, and use live q, one-day offers, pipelines, and internships to accelerate hiring.

Speed up recruitment by conducting all interview stages in one day and issuing fast offers to top candidates. Explore same day, virtual, and before you go variants.

Explore best practices for finding and evaluating IT vacancies, from sourcing channels to salary benchmarks and developer competency levels, with practical search strategies and tools.

Explore executive search for leaders, outlining target, long, and short lists, talent mapping, and preparation for meetings with the hiring manager, plus cold calling and candidate presentations.

Master headhunting strategies to find high-impact executives, build a candidate dossier, establish confidential contact, and design personalized offers with a spin method and wow factors.

Navigate international search basics across regions, adapting to language, time zones, and cultural differences while leveraging local channels to recruit globally.

Enhance your employer brand by optimizing the candidate journey through structured feedback at every stage, collecting two-way insights, and using templates to inform candidates promptly.

Learn recruitment reporting and data-driven insights for improvement, leveraging ats data, dashboards, and simple outputs, while applying effective complaint handling.

Learn to use recruiting KPIs and analytics to measure recruiter performance and funnel efficiency across stages, covering hiring costs, speed to close, candidate ratings, and hiring manager satisfaction.

Learn how recruitment service level agreements define bilateral obligations among recruiters, clients, and candidates, setting timelines, quality metrics, and response expectations to optimize the hiring process.

Describe recruitment processes with process maps, templates, checklists, and a RACI matrix; delineate planning, sourcing, evaluation, offers, and timelines, then apply PDCA to optimize efficiency and training.

Explore recruitment automation, from all-in-one and standard applicant tracking systems to sourcing tools, and learn to use scorecards, customer relationship management campaigns, mobile access, and calendar integrations to hire faster.

Learn how to build a comprehensive recruitment system, conduct a hiring audit, plan headcount, and align talent strategy with business goals using internal and external sourcing, employer branding, and metrics.